Most Influential HR Leaders of - 2022 August 2022

Editor’s Note

A REALM OF TRIUMPH AND GLORY

TThe advancements in emerging technologies are transforming the traditional working methods of the business world. It is resulting in the creation of a new transition for the way in which businesses execute their virtual and modern-day operations. These augmentations have led to significant enrichments in management styles and requirements, especially for an HR leader.

Over the past few years, HR leaders have been endeavoring with less complex tasks and responsibilities like keeping a track record of the management, adhering to compliance, and fostering healthy employee relationships. However, today, HR pros often find themselves in constant contact with prominent business leaders all over the globe. With the advent of technology, many tasks that were formerly done with a manual approach are now being managed through automated systems.

Today’s HR leaders find themselves to be responsible for managing and strengthening the company’s culture,

Abhishek Joshi Deputy Editor abhishek.joshi@insightssuccess.com

managing fast-paced changes, and empowering employees to ensure the smooth functioning of all the primary business operations.

Above all these functions, HR leaders are prompt in ensuring good communication and ensure that the employees and the organization are synced with each other. An essential trait of any coherent HR leader is exhibiting integrity and instinctively caring for the employees in the workplace.

A great leader is one who thrives with a vision—a resultoriented approach, and a goal-oriented mindset. Additionally, they also envision a secure future for the organization with a strategy that maintains the identification of the working principles—mitigation of potential growth opportunities while surmounting the challenges and remaining ahead of the curve.

These leaders are also formulating and deploying their best approach to attract, retain, and enhance the operations with

a shared vision to boost and scale the progress of the organization through strategic talent management. All these aspects need passion to plan out the essential functions by continuous learning and developing the traits that benchmark excellence for any organization.

Shedding some light on the staunch HR leaders in the niche, Insights Success features some of the enthralling stories of the “ Most Influential HR Leaders of – 2022 .”

Flip through the pages and indulge yourself in the odyssey of exhibiting sheer brilliance and achieving the lifelong learning that paves a path to achieving the most valuable asset of your life.

Have a Delightful Read!

Featuring

Company

Brief

New Horizon Futures And Careers

Consulting

Falguuni Sheth is a certified Graphologist, Numerologist and psychometric professional along with HR Consultant.

Giri Krishnan has been playing a pivotal role in bridging the business organizations to the deserving and rightly qualified candidates

Nitin Dheer is one of the promient human resource consultants who empower organizations by strengthening their necessary resources- employees and workforce.

Vidya Rajagopalan is an adept HR leader who grasps these aspects and amalgamates them through her unique skillset, a strong sense of empathy and leadership compassion

Vidya Rajagopalan, Head HR Divani Design Labs

Nitin Dheer, Founder and CEO

Falguni Sheth, Head of HR Giri Krishnan, Founder and CEO IN3X

Cover Story

Nitin Dheer

The future of HR will be a balance of HR tech managed by smart HR practitioners, with a focus on deeper measurement, predictive analytics, and Employee wellbeing and inclusiveness, led by purpose-aligned leadership.

Business organizations across industrial sectors function on the crucial pillars of infrastructure, product offering, basic working systems, capital, and workforce. However, the most contributing, empowering, and value-adding function is its human resource. They are the life and soul of any business organization driving all the basic to essential functions into productive motion.

People are one of the most important pillars of every organization who contribute to most of the functions and decision-making activities. Employees create resources and opportunities for business growth, also displaying their ownership role by protecting and safeguarding the company assets.

However, managing people at times becomes challenging in changing times. This is where the human resource consultants come into the picture to play a pivotal role in building, enriching, and boosting their potential. As one of the prominent human resource consultants, Nitin Dheer—Founder and Lead Consultant at Inqubex People Solutions LLP— empowers the organizations by strengthening their necessary resources- employees and workforce.

The Beginning Moments

Nitin had an interesting career graph. With an MBA in HR from XLRI, he started his professional journey by learning the ropes of Industrial Relations with ITC Ltd in Kolkata. He followed that up with a decade of HR Advisory with large Consulting MNCs Andersen, Mercer, and Capgemini.

This phase took him all over India, Europe, the Middle East, and APAC and helped him hone his consulting capabilities; his last formal employment was with Capgemini in the UK, working with clients in mainland Europe and UK on assignments in Organization design and change management.

At this stage, Nitin grew disillusioned with what he saw as lacunae in client service with prominent consulting players and their tendency to be overtly commercially inclined. Boutique consulting outfits were often more driven and client centric. This, along with the confidence acquired through a decade of cross-border consulting, led Nitin to develop the business plan for Inqubex.

The idea was to establish a boutique firm with deep research-based methodologies, broad industry/domain

points of view, which operates at scale. Combined with a strong implementation focus, client centricity, bespoke solutions, a Key Account Management model, and an integrative working style (as opposed to the talk-down prescriptive style adopted by some consultants).

Inqubex was founded in 2009, keeping the above principles in mind. The company operated with only one KPI for the initial years – repeat business from satisfied clients . The idea was to manage each account to ensure a prominent level of service delivery and, therefore, client recall.

The second half of Nitin's career has been at Inqubex. This journey has involved building robust methodologies and a sustainable client base from scratch, nurturing and growing a team of top-notch professionals, and building new offices and expanding outside India. The last two years have been dedicated to building HR tech and analytics capabilities to ready Inqubex for the future and develop its HR tech portfolio. A self-funded organization, Inqubex has been profitable since its inception.

Nitin believes that a few factors have ensured this successful journey:

•Staying true to the premise of deep customer service •Being able to build a team of professionals with similar values who have helped create the Inqubex story

We at Inqubex-inQsights have embarked on this journey through developing cloud-based analytic solutions and tools to help make our advisory services more data/measurement-based and scalable.

•Talking straight and being reliable

•Staying current with trends/new research and new ways of working.

Promising Values

He believes the clients like the following aspects of his personality:

•Humility and willingness to listen (rather than prescribe)

•Cutting through the clutter and talking straight

•Understanding best practice/innovation/external trends and being able to present them in a simple, implementable/practical manner

•Deep functional knowledge and communication capabilities.

The Sparkling Differentiators

Since its inception in 2009, Inqubex has serviced over 150 clients across geographies like India, MENA, APAC, and

Europe. The enormous success of Inqubex is that almost 75% of its business is repeat business from satisfied clients, and over a third of its clients have worked with Inqubex for more than five years.

Through this 13+ year journey, what has remained constant across clients and projects, has been a high degree of sensitivity to the cultural and operational needs of each organization, and the focus on customized solutions and delivery efficiency. This proposition was the starting point of the Inqubex journey and continues to differentiate it from its competitors. Its core values are exceptional customer experience, agility, execution excellence, and a spirit of fun!

Core Functions of Lasting Impact

Inqubex is an HR analytics and advisory company that provides enterprise clients with high-quality, efficient, and implementable consulting services and cloud-based analytics around organization structuring, talent management, and employee engagement.

Most Influential HR Leaders of

Some people-centric business problems which Inqubex helps organizations solve are:

•Planning organization structure and workforce scale up in line with growth strategy.

•Identifying high potential talent for leadership roles and supporting personalized development journeys.

•Building career paths and career management frameworks to provide dynamic and multi-faceted growth to employees.

•Helping legacy organizations identify pockets of underproductivity and restructure in line with current business priorities.

•Measuring drivers of employee engagement and driving team motivation, retention, Ex, and culture.

•Helping organizations establish an HR Strategy and key policies/ core HR processes.

Inqubex operates out of offices in Delhi NCR and Mumbai and is in the process of setting up its office in Bengaluru. As of 2021, it started operations in the Middle East under the brand inQsights, operating out of the UAE.

The Inqubex team is assembled from top-notch institutions like XLRI, IIM Kolkata (Calcutta), TISS, and MDI, amongst others. These professionals possess deep HR expertise and have delivered solutions with blue chip firms in internal HR roles as well as consulted across sectors with Inqubex.

Technological Edge

Nitin strongly believes in the power of technology but also recognizes the irreplaceable role to be played by competent HR practitioners in solving talent and organizational challenges.

He believes that the future of HR will be a balance of HR tech managed by smart HR practitioners, focusing on deeper measurement, predictive analytics, and Employee wellbeing and inclusiveness.

On HR tech - There is already significant adoption of technology from the perspective of digitization of HR and automation of administrative and repetitive tasks using bots and AI. In the Learning and Development and Employee

Experience areas, Augmented reality applications and Metaverse will play a significant role in the future.

He visualized that the future of HR Advisory has also been impacted by adopting tech-enabled solutions supported by best-in-class advisors.

Nitin added that the entire team at Inqubex-inQsights has embarked on this journey through developing cloud-based analytic solutions and tools to help make its advisory services more data/measurement-based and scalable.

Inqubex-inQsights is currently in the market with a set of diagnostic platforms measuring organizational productivity, conducting virtual assessments at scale, and running Ex diagnostics.

Each tool in this suite is methodology-led, cloud-based, has off-the-shelf capabilities (e.g., built-in assessment simulations), and at the same time is customizable (bespoke assessments or multi-source feedback) to client-specific needs and easy to deploy.

While building these platforms, "We have tried to remain honest with our core values of deep expertise deployed simply. The capabilities of our tech suite represent burning

I strongly believe in the power of technology, but also recognize the irreplaceable role to be played by competent HR practitioners in solving the talent and organizational challenges.

‘ ‘ ‘ ‘

needs for clients in the market, especially post-pandemic," expressed Nitin.

Some of the relevant features include:

· Cater to hybrid working

· Low lead time to deployment

· Real-time and deep analytics

· Focus on Diversity and Inclusion

· Employee engagement measurement

· Serve to drive employee wellness and wellbeing

He hopes to further evolve these tools by incorporating ML for deep analytics and predictive guidance on attrition, compensation and productivity, and simulated assessments and development journeys in the Metaverse over the coming years.

Growing from Challenges

The current challenges in the industry impact its advisory services and tech platforms differently.

There is a talent churn that is taking place post-pandemic. Organizations must be innovative and authentic to attract and retain talent.

Inqubex has managed to navigate this tricky period because of the confidence of its clients. It is continuing to build to serve them better. On the tech front, the inQsights team has had major learnings. While building these tools during the pandemic, they discovered the complexity of building tech tools in a standardized manner yet keeping them adaptive. Nitin hopes to keep learning and building superior solutions.

Tips on Professional Foundation

Nitin advises young entrepreneurs to focus on business fundamentals like the core value proposition, customer service, team mix, and profitability. Once these elements get established in any young start-up, all the good things (the big funding) follow automatically.

Secondly, to the many people who baulk at the prospect of quitting their jobs and taking up entrepreneurship, Nitin points out that the risk-reward ratio is great if they base their venture on expertise/innovation. However, if individuals just chase trends, the picture might not always turn out rosy.

Marching Towards a Positive Future

Nitin expressed his ambition of scaling over the next three years through the following strategic thrusts:

•New geographical expansion of advisory across India

•Growth through its HR analytics platforms and related services

•Growth in the MENA geography

Traits of HR Leaders

Nitin elaborated that a good HR leader should be authentic and empathetic in her/ his communication – this will help them listen to their customers better and be better coaches.

They should strive to understand the business they support (makes them credible) and operate with consummate service orientation (makes them reliable).

The new age HR leaders also need to be more analytically aligned and measurement oriented. The ability to ride the digital HR stallion will be a differentiator in the future.

Some client testimonials, as shared overwhelmingly, are mentioned as under…

"HR is a hard area and exceedingly difficult to win trust and admiration. But having worked with Nitin, I can say that it has been a wonderful experience. All the best for the future!"

- Samudra Sen, Founder and CEO, LearningMate

"You and your incredibly talented team have done a remarkable job. Wishing you and Inqubex many more successful years.”

- Elizabeth Nanda, ex-CHRO, Fabindia

"Great show, Nitin. You and your team's work were outstanding. I wish you good luck for the future."

- Sankar Ramamurthy, ex-CHRO, PI Industries

Inqubex People Solutions LLP is recognized among the 10 most promising HR Service Providers of 2020 by Silicon India magazine.

How to Next-gen Impactful Create

HR Leaders?

The human resource department holds a tremendous

potential of developing, retaining, and transforming organizational work culture. It becomes crucial for the management to recruit and develop highly effective and productivity-boosting HR leaders. Once groomed to the expected standards, these next-gen HR leaders will contribute effectively to the holistic development of the organization. Let’s identify the comprehensive procedures adopted by various organizational management bodies in creating effective and impactful human resource leaders.

Imbibing the Vision

The company vision is set on a specific objective to guide all departments in working in the right direction. The HR professionals are given vision-based training that includes a complete understanding, purpose, and meaning of the vision. Further, they are taught about communicating, sharing, and imbibing the vision in all the employees. It involves regular multi-level communication about the core values and principles, including vision, mission, quality policies, and code of conduct.

Sense of Responsibility

Work gets done with timely decisions. Decisions can be taken when the individual is responsible for his work KRAs. The importance of people at all levels and arranging all the essential facilities for better and more efficient

working—forms the main function of human resource leaders. Evaluating work performance with the respective department heads, implementing the standard rules, and instilling a sense of discipline among the employees.

Training on Strong Basics

The prospective candidates are trained for understanding, learning, observing, and preparing reports on various company matters. Their training involves various tasks and skill development for gathering observational data from direct and indirect means. Understanding the real pulse of the people is very important for management. Apart from the basic communication skills, they are trained to be openminded, positive individuals who can be approachable for all types of discussions.

Developing Analytical Skills

The HR department forms the eyes and ears of the company, which are an open window of complete employee

matters. Gathering observations and data figures is not sufficient. They should create a logical inference from their data and study. This either can become a valuable resource on people’s behaviour, an essential aspect of making policies, and crucial points for deciding on appraisals, promotions, etc.

Identifying the Shinning Stars

Employees work on their specific tasks and perform their duties. However, it is essential to identify the dedicated, loyal, and silent performers who work exceptionally well with consistency in their quality, work volume, and timely delivery. The HR leaders are trained to identify these prominent performers and appreciate their contribution. These performers can be elevated to higher deserving positions and entrusted with crucial roles and responsibilities. Honouring the efficient contributors helps create healthy competition among the employees for better performance. Everyone starts aspiring to be efficient and give their best results.

Developing and Driving Culture

HR leaders are the important representatives of the management who build a good work culture in the organization. They are trained in communicating the rules, ethics, and mutual respect and cooperation. The culture is built of collective efforts where homogeneous work encourages learning and supporting each other.

Showcasing the Positive Perspective

Importance and meaning of being positive influencers are imbibed through different approaches. HR leaders become the hubs radiating enthusiasm and vigour. People look up to them for learning of hearing something new, interesting, and inspiring. They become the most trusted and revered people-leaders. They become positive role models looked up to by the employees as they exude confidence, energy, and positive professionalism.

Enhancing the Productivity

Innovative motivation has been one of the prominent and striking features of impactful HR professionals. During their conversation with the employees, they ask certain questions related to their performance and identify their grey areas seamlessly. Suggesting the importance of time management, productivity boosting tips, and quick working

makes them popular motivators throughout the organization.

Building Company-Employee Bond

Creating and imbibing a positive image about the organization and rightly connecting it to the many benefits offered, the HR team plays a pivotal role in developing a good bond between the organization and its employees. Employees look beyond the typical work formats and responsibilities to connect personally as long-term family members of the organization. The happy and satisfied employees think good about the organization and spread positivity echoing the vibes of the HR leaders.

Smart Lighthouses

Once trained and geared for their responsibilities, the HR leaders steadily weave in changes to transform the entire organization’s work environment towards a fast, efficient, and self-evolving model. Their role and functions silently contribute to moulding the employee mindset towards the business objectives.

The tricky tasks of gauging the employee mindset can be seamlessly achieved through the smart human resource professionals who become the crucial bridge of communication thereby helping in controlling and managing diverse, challenging situations.

- Kedar Borgaonkar

Giri Krishnan Founder and CEO Futures And Careers

As we read the above quotes, both convey deep meanings. Successful organizations are known to be those who value their core assets-the people. Moreover, it needs great effort to organize the recruitment process involving many key managers. The best choice smart entrepreneurs make is to hire professional HR consultants who work on customized specific tasks to complete turnkey team set-up.

These market experts are well equipped with systems, skilled teams, and suitable technologies and adopt specific strategies which help business organizations to save time, effort, and involvement of crucial personnel and portray a positive company standard in the employment circles.

These consultants are important platforms with an excellent network enabling deserving candidates to reach the right positions. Their role is very instrumental in opening valuable career opportunities for scores of professionals worldwide.

Precisely one professional HR consultant who has played a pivotal role in bridging the business organizations to the deserving and rightly qualified candidates is Giri Krishnan , Founder and CEO of Futures And Careers .

Giri, BE (Mechanical) with MBA (Operations), manages a team of twenty senior recruitment consultants and has successfully placed more than 3000 candidates pan India and abroad since 2007! He has two decades of core operational experience in PSU, MNC, and top Indian companies. Giri has more than 15 years of extensive experience in HR and business improvement strategies!

The Success Story

Mr Giri Krishnan, Founder and CEO of Futures And Careers, is known for his extensive work in the field of recruitment, placements, and HR solutions. He has been working since 1987 with various manufacturing companies for 21 years in different metro cities of India. He experienced the plight of stranded job seekers being exploited by job consultants as he was one of them too. He decided to quit his full-time job as COO to support the

cause of such job seekers and founded Futures And Careers -FAC on 1st June 2022.

Right from its inception in 2007, FAC has been a pioneer in promoting women's entrepreneurship. FAC has provided employment opportunities to talented women Pan-India. Most of the team members have re-commenced their careers after a break. Currently, FAC employs around eight full-timers, 12 freelancers and four interns.

Admirable Attributes

Giri is a multi-faceted and multi-dimensional professional. He has numerous admired professional qualities, including his smart decision-making capabilities and leadership skills. He has an enthusiastic personality and having empathy towards colleagues in all the situations. Giri is appreciated for effective time management, work speed, technical abilities, dependability, and high-quality HR skills.

The Company Perspective

Futures And Careers is a 15-year proprietary firm started in the year 2007, intending to satisfy both IT and non-IT clients by providing top-quality HR services. Team FAC believes in the philosophy – of ‘Client delight above everything else,’ and this drives FAC every day to continuously better itself and continues delivering top value to every single client engagement within its diverse portfolio.

FAC traditionally focused on core recruitment and placement services, executive search, permanent and contract staffing, Recruitment Process Outsourcing (RPO) services, etc.

From 2015 onwards, the company began catering to IT Client talent requirements and providing HR Policies implementation services, including building JDs, worldclass KRAs, KPIs, implementing the Prevention of Sexual Harassment Policy (POSH), business improvement services, and more. Giri expressed the company’s objective to be known as a one-stop HR solutions provider!

He further revealed that FAC differs from its competitors because it provides one dedicated recruiter for every client requirement. Its USP lies in being the pioneers in social media recruitment and seamless adaptation to the new technologies. Giri said, “Our speed of service with business is our other corner stone where we provide opportunities to job seekers with Zero placement fees. We aim to bring a

The true measure of our success will be the number of people touched and transformed by our success.”

- Angela Ahrendts

“Men build too many walls and not enough bridges.”

- Joseph Fort Newton

Traditional H R L e a d e r s ’ Transition into Modern Compassionate Leadership

Modern companies in various industries have felt

the need of getting the ‘extra edge’ in their human resource management. The current policies adopted have proved to be wearing out from the perspective of human resource objectives of staffing, induction, training, implementation of HR policies, steps on controlling untimely attrition, and other miscellaneous issues.

Numerous psychologists and HR experts have harped on the need of dealing with compassion. Yes. Compassion is the buzzword as it offers the most necessary ‘extra edge,’ bringing a win-win situation for both—the organization and the employees. Compassion, as defined in the dictionary, is a strong feeling of sympathy or sadness for the suffering or bad luck of others and a wish to help them.’

One aspect that the company management and the human resource department realized was the need for implementing the ‘extra edge’ of compassion. The HR department is known for implementing strict discipline and implementing company policies as a top priority.

However, it became a known fact that the discipline has its limits. Discipline is good, however, when implemented in a controlled manner. It might become restrictive and uneasy if implemented mechanically, thereby creating discontent among the employees leading to affecting their work performance and even turnover.

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Efficiency blooms in Freedom

Employees have given better work results when they are allowed to work independently, giving them some time of their own. This helps in boosting their creativity and extracts their true potential required for the work execution. As the workforce gets the liberty of working in a flexible environment, their work happens faster with enhanced quality.

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Listening is Respecting

HR professionals have stepped a step forward from a humane perspective by taking one-on-one sessions as well as group interactions to develop a good bond. Employees are allowed to speak out their views, issues, and suggestions openly. When they are heard by the HR team, they feel valued and respected. This changes and improved the perception of the company in their minds.

Organizational management too identifies certain aspects happening on the ground level.

Ÿ Communicating Emotionally Emotional connection is very essential in developing a healthy work culture in the organization. The human resource personnel developed a friendly rapport with the employees interacting on a regular basis regarding work, office, professional as well as personal matters. The management nowadays has stepped up in addressing employee issues and offering solutions wherever possible and feasible.

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Allowing Little Fun

Mixing with employees, sharing jokes, funny instances, understanding their learning process at work, etc., have been some of the numerous initiatives taken up by the HR teams. Relaxation in between work breaks helps shed the work pressure and refreshes their minds.

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Encouraging Participation

Various interesting activities are conducted by the HR department that involve the active participation of the employees in various cultural programs. Celebrating all important national festivals enables the employees to enjoy the festive fervour, building up their mood and adding value to their working presence in the organization.

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Delegating ‘Beyond-work’ Tasks

Employees work based on their set KRAs and departmental objectives. However, observing their innate qualities and potential, the HR teams (in consultation with the department heads) customize certain additional tasks to certain employees. They are designated with a different ‘cute’ designation based on the project undertaken. This gives them special importance and a sense of work completion.

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Caring Through Sharing

Gathering for different purposes of lunch, tea breaks, and before and after office interactions, they connect with employees to share various aspects of experience, new learning, feedback, and having lunch together. Employees feel cared for and valued when the HR people connect easily, interact with them, and are easily accessible to them.

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Leniency to a Certain Extent

Everyone has some minor limitations or daily challenges to overcome. Many married employees must manage their family responsibilities before and after office hours. Offstation employees are given leverages in consideration in early departures or late arrivals to benefit their travel purposes.

Regarding the same, certain rules are eased in case of reporting timings, optional work-from-home, choice of taking leaves, and a few other miscellaneous factors. Such leniency gives them essential breathers, making them more loyal contributors in the long run.

Growing by Winning Hearts

As the company managements brace for productive goals, the human resources have focused on polishing the ‘extra edge’ of developing compassionate bonding with the employees. This helps in developing a healthy work culture connecting the employees emotionally with the organization.

The management gains access to the employees and understands the standard mindset, expectations, and personal issues. This helps to control employee efficiency, attrition, and respect for the organization as one big family. Happy and satisfied employees contribute to the best of their abilities and enhance others to offer value to the organizational objectives.

- Kedar Borgaonkar

Most Influential HR Leaders of - 2022

Rajagopalan

Leadership Acumen with Quintessential Qualities

In the modern business arena—if there is a fundamental that plays a crucial role in scaling any organization’s growth and progress towards greater heights—it is indeed human resource management. It is a proven fact that successful HR leaders are those people who are skilled enough for fulfilling a wide variety of roles and also those who can effectively encourage the organization’s staff to be at their best.

A Human Resource manager is an individual who is always involved in more comprehensive and various aspects of management in an organization—from framing the different HR policies and their strategies to reaching out to the employees—with a solution towards their concerns or issues. Moreover, these professionals comprehend the precision of staying alongside the latest trends, and best practices in their profession, with immense discipline and dedication.

Vidya Rajagopalan , Head HR for Divami Design Labs is an adept HR leader who grasps these aspects and amalgamates them through her unique skillset, a strong sense of empathy and leadership compassion which completely believes in her team’s potential.

A Leadership Redefining Human Resources

Vidya made her foray into HR in 2015 as a fresh MBA Graduate working and setting up HR in a cybersecurity start-up. Vidya has worked on setting up the HR Processes and Policies for a leading labelling manufacturer in the world.

Vidya understands the nature of the business, and she’s the SPOC for all the HR activities. She participates actively in Management Meetings and is involved in critical HR management decisions.

With her effective skillset that ensured effortless working for all the employees and assured safety, Vidya devised a Work from Home Policy suiting the Company's needs. With her exceptional expertise, Vidya is one of the key stakeholders in Digital Marketing and SEO efforts for Divami.

Vidya has been in the industry for nearly a decade, with over eight years in HR Business Partnering. She has an indepth and rich experience in all areas of HR, making her a seasoned HR professional. She is responsible for Divami’s growth in terms of people and has played a pivotal role in Employee Engagement and Retention.

Amalgamating Innovations with Qualities

Divami's USP is willing to exceed expectations and deliver what its clients require. There were situations where the team went beyond the agreed scope of the project to provide the right solutions.

This is one of the primary reasons most of the clients return to Divami because once the company signs a project with its client, Divami takes up complete and absolute ownership of the project, enabling its clients to focus on their business. And at the end of the day, the designs make Divami, its clients and their products successful.

We are one of the top ve global UX agencies, according to Clutch. Co - the top rating and review platform for prominent IT, marketing, and business services companies.

Rajagopalan Head HR Divami Design Labs

Vidya

Kindness, empathy, adaptability, and a strong sense of ownership are some of the qualities clients and colleagues appreciate the most. Out of these, compassion and a sense of ownership play a crucial role.

Adding to this, Vidya expressed , “ Empathy ; because only when one can step into different shoes and understand the points of view of other stakeholders (employees, the management, and the clients) can one come up with compelling ideas to promote the welfare of all.” A sense of ownership is essential to building trust with one's colleagues and the management that one will get the job done at the end of the day.

Embracing the Post-Pandemic Strategy

When asked about the challenges of the industry, especially in the post-pandemic era, Vidya shared, “In the postCOVID era, a lot has changed in the UI/UX business. Most companies have now come to understand the importance of scalable solutions and having a strong online presence. As a result, the primary focus of the companies is now on optimizing the online user experience. Security, usability, and accessibility are also being given much greater importance.”

“On the brighter side, in light of these factors, we have seen an increase in SaaS, FinTech, and EduTech platforms. Right now, Divami's strategy includes growing its clientele and establishing itself as the undisputed leader in these sectors,” she added .

Evolving with the Emerging Tech

Sharing her opinions on how adopting modern technologies like AI and ML impact the UI/UX designing niche, Vidya expressed , “Over the years, visual designers have come a long way – from graphic and web designers to interaction and product designers and now experienced designers. With AI and ML coming into the picture, designers would leverage data to determine automated systems' behaviours.”

“AI and UX can collaborate efficiently. There are a lot of similarities between the workings of these two branches. AI applies continuous learning by exploring data. UX continuously tests and optimizes products based on user feedback,” she added.

Word to the Wise

As advice for the budding aspirants willing to venture into HR management, Vidya shared, “When it comes to entrepreneurial solutions in the HR space, there are tons of start-ups developing a wide range of innovative solutions for recruitment. Still, many tech applications aren’t designed to boost employee engagement.”

“In this era of The Great Resignation, such solutions can be game-changing. And budding entrepreneurs in the HR Tech space need to pivot and think in this direction,” she added

Incorporating the Opportunities

Divami is rapidly expanding. With increasingly long-term clients and a growing number of projects, Divami is looking to expand its talent pool dramatically ng years dramatically. At this point, getting equipped with the necessary tools, training, and talent pool is essential to deliver efficient excellence in every project. To cater to emerging demands, Divami is preparing to be future-ready and is creating solutions for new trends like Metaverse, Web 3.0, AR/VR, IoT, and more.

Entering the Hall of Excellence…

The Confederation of Indian Industry acknowledged Divami’s designs as the best. Furthermore, numerous reputed journals have recognized Divami as India’s top UX/UI Design company. Divami has also been featured in the Harvard Business Review.

“ We are one of the top five global UX agencies, according to Clutch. Co - the top rating and review platform for prominent IT, marketing, and business services companies ,” concludes Vidya.